Monthly Archives: October 2017

The emergence of Artificial Intelligence (AI) and the focus on automation of mundane tasks has got Talent Acquisitionist worried about their future. The current scenario has made Recruitment Consultants want to safeguard their current and future business prospects and they are entitled to do so.

Considering this latest development in the Industry one of our Bangalore Group members Sheetal suggested having a discussion on, “As consultants what are the domains/ industries /verticals and skills one should focus on to safeguard their current and future business prospects?” The discussion will be disclosed shortly but thereafter we’ll be highlighting the key take away pointers for your reference. So let’s begin…

There you have it, the discussion for your reference as well. So if you’re wondering how to safe guard you’re current and future business prospects then you’ve got solutions. And if you’d like to retain what you’ve learnt then let’s review the key take away pointers for your reference. So here’s what we’ve found out…

Skills to Acquire or Sharpen

Since a major part of the work involves interacting with people it is a given that your interpersonal skills need to be good.

Sharpen your Sourcing, Candidate and Client Management Skills

Learn to identify the Right Candidate for the mandate

Think from the client’s perspective when interacting with potential candidates and vice versa to know exactly what their expectations are.

When interacting with the candidate you need to set the right expectations of the role and company which is crucial.

Pay attention to the type of hiring you are doing i.e. product or services as the criteria for selection can differ.

Know that if a vacancy is a Manufacturing one then these companies don’t like to recruit from service industries especially Software / BPO back ground.

Learn how to identify people internally with the right set of attitude and skill

Compare your candidates with them and build a talent pool.

By focussing on all of the above aspects it will ensure you capture the right culture fit for the organisation.

Consultants can focus on developing skills sets like

Data Analytics

Energy Management

Health and safety

Biotechnology

Waste management

Service industries like

Facilities Management

BFSI

It is important to have a good database of candidates that cater to all types of industries

Mapping the sector which a consultant is catering to, will help gain an edge over their competitors.

Improve or Acquire –

Sales, marketing, negotiation & Networking skills

Sourcing skills

Relationship building skills and go about it in a creative manner

Accept certain facts

Learning has to be continues

Verticals and Industry or domain are variable factors it’s the interpersonal skill level of the Recruiters which helps them grow.

Know that there are two types of customers your dealing with one is external customers and the other is internal customers (stake holders).

Most companies focus shifts away from external consultants due to the lack in response and the quality of CVs received.

Get a good understanding of the requirements

Understanding the Requirement and the candidate is more important than focusing on skills / industry.

Have discussions with the hiring manager / BU hiring manager to get the right focus and direction which is important to tap the right talents.

Interviewing and assessing the candidates on the basis of the requests shared helps in generating a good ratio.

Stay updated with the newer disruptive technologies

Apart from the above mentioned aspects one also needs to have knowledge about

Which are the new projects bought in by an organisation

The new projects that are bought in by an organisation can be Clients wherein we need to help them improve their numbers.

Future of the Job Market

Here are a few vacancies that will be available in the future –

Artificial Intelligence

Data Science

Machine learning

Cloud and Virtualisation

Mobility (Involves wearable technology, as well)

Biotechnology and Drug Discovery & Development

Nuclear Medicines

Nanotechnology

Renewable energy

Unconventional energy harnessing

Waste and e-waste management

Semiconductor

Electronics and Power Electronics

We hope the pointer’s above will help you retain what you’ve learnt and safe guard your current & future prospects as a Consultant Talent Acquisitionist or otherwise. If you’ve found this information useful then you would also like to learn about the Relevance of Recruiters asking Candidates about their CTC in the selection process. If you’re interested in becoming an active learner rather than a passive one then here’s what you can do in two simple steps right now…

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We’ve spoken a lot about the Modern Recruiting Techniques that are practiced but have you explored it on a deeper level to understand the possible challenges or the pros and cons? If not then here’s your chance.

We @SourcingAdda constantly strive to keep you updated with the current techniques and practices implemented in the Recruitment sphere. In doing so we look at things on a deeper level to get a better understanding of the topics that are discussed. Thanks to one of our Bangalore group member Jackson we are able to establish that. Upon his suggestion to have a discussion on, “Modern Recruiting Techniques and the Challenges in them or the pros and cons” we gained interesting insights. We’re sure you’ll want to gain these insights so we’ll be disclosing the discussion soon and right after we’ll be highlighting the key take away pointers as well.

There you have it an interesting conversation like most go; the only difference being that we also have some key take away pointers for you to review and verify if your information is up to date. So here goes…

Modern Recruiting Techniques

Knowledge based Recruitment:

What is it?

Where both the client & the Recruiting Company decide upon the anticipated skill sets required over a period of time

Process:

Once created they agree upon a minimum rate of the ongoing recruiting activity

A data base is created of candidates comprising of 2 types of candidates

Candidates available immediately

Potential candidates interested in a job change but are not available

Both types of candidates are tracked

Based on their availability they are hired on an ongoing basis

The unavailable ones are tracked to find their availability and are thus hired on an ongoing basis.

E – Recruitment or Online Recruitment:

Tools used

Job portals

The organisations corporate website

The organisations:

Intranet

Internet

Sourcing Trends

Sourcing Integrators like belong, etc. and online evaluation platforms will rule the recruiting world in 5 years.

Preparation for the future

Things are changing spontaneously and speedily so you need to adapt to the changing trends and update ourselves

And if we overcome the learning process then we need to realise that it’s our fault and deal with the consequences.

Task management

Selection

Onboarding

Challenges faced

Find ways to retain top talent instead of driving them away to better organisations that value their deliveries better.

Limited Resources

Having to do much more within a less budget

War for Talent

An overflow of overqualified candidates

Sourcing for Top Talent isn’t easy with limitations

Mainly top talent rely on the word of mouth technique to derive conclusions on whether the company is a good one and can nurture their careers in a positive way

Online profiles

Big data that is available on Social Channels

Scouting Top talent is a hunt

Hires are made based on online profiles including the activity of potential talent which affects the decision of on-boarding.

If you’re searching for information related to modern recruitment techniques or are looking for tools or new platforms to leverage to capture desired Talent then you’ve got what you needed. Besides we’ve covered all of these aspects, so if you’ve enjoyed it and found the information helpful and would like to take an active participation then here’s what you can do…

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We’ve heard a lot about layoffs in the IT sector and the impact of Artificial Intelligence taking over jobs that can be automated. Having said that it’s obvious for one to wonder if further job cuts in the IT sector are a harsh reality in future?

If you’ve got the same query then you’d be glad to know that we @SourcingAdda have conducted a discussion that addresses this very scenario. It was possible thanks to one of our Bangalore group members Karthik. Based on his suggestion the discussion was on, “Will further Job cuts in IT be a harsh reality in the future?” Apart from disclosing what was discussed we’ll also be highlighting the key take away pointers right after so here’s what we uncovered…

If you’re trying to find out more about what the job cuts in the IT sector and its harsh reality in future then you’ve come to the right place. If you’ve read this far then you’ll be delighted to learn that we’ll be highlighting the key take away pointers to improve your retention and test your memory. So be sure to check how much you’ve retained. Therefore here we go…

The scenario

IT industry hasn’t matured, instead there are additions but employees aren’t retired because the IT Industry started in the 90’s.

Considering the average of 35 yrs. for service for retirement these people will retire in another 5-10 yrs.

Know that things will start stabilising by 2025

No major impact in the Banking Finance Services & Insurance (BFSI) sector

The wave of lay-offs will come after every 8 yrs. but it’s a paradigm shift

Up-skilling will help you to get and retain jobs but only to a certain extent

Reasons for layoffs

There are several reasons for layoffs so here are some –

General reasons

Lay-offs / Job Cuts are the way businesses react to market situations

Mergers

Acquisitions

What happened with Satyam

Dot-com bubble burst

Multi Million / Billion Dollar scam

The war for oil reserves

Political situations in major markets (Trump / Brexit)

Artificial Intelligence (AI)

Job Cuts in the Service Industry

Budget constraints

Migration

Immobility issues

Job Cuts in the IT Industry

Automation

Robotics or AI

H1b visa constrains

Such developments affect all the functions in IT

Job Cuts in the Recruitment Industry

The Recruitment field will experience job cuts in the future due to the ATS maintenance being automated.

Preparation for Recruiters

Recruiters will still be required for personal touch but they will have to adapt to the change

Recruiters will have to invest in re-skilling, refreshing skills, networking and cross-skilling to ensure they’re still in the competition to take your pick of the litter of the opportunities at hand

Knowledge is the key hence constant learning is the need of the hour which should continue to 60 yrs. and beyond.

The Key is to keep yourself abreast of the latest trends in your field of work.

Networking (increasing and engaging contacts) is the most important part if you want to remain relevant for years to come

Participating in group discussions like WhatsApp. is one way

You might encounter many multi – talented candidatures so that’s something to look forward to

Accept reality and equip yourselves with the skill sets that can’t be replaced by automation

To minimize the lay – off wave you need to reduce the retirement age in the Indian industry to 55 yrs.

If one can be very technical yet have team collaboration it minimises the chances of the person being laid-off.

IT Job cuts is not a solution as it results in techie suicides

Companies have to form policies that minimise the layoffs

Governments should intervene and keep tabs on the number of hires and what’s their attrition and retention percentage since layoffs affect the whole family.

The other Industries that can be affected are food, banking, real estate etc.

Future of IT sector

IT industry is saturated and with many mid – level professionals waiting for Senior Level Assignments to crop up.

Job cuts in the IT Industry will be harsh reality in the near future

Automation may cut conventional jobs but it’ll open doors for new opportunities

Engineers having customer knowledge and can improvise the product are needed

There are 1 million jobs globally vacant in the Security software but there are no takers

Jobs which have performance and scalability are also available but no takers

There you have all the information you’ll need to check how much you’ve retained? If you’ve retained most of it then you’re half way there with your career preparations for the future. I’m sure that you would have found the information helpful and useful as well. If you’d like to learn more about the Best Unique HR Practices for Employee Benefit or Engagement in IT Sector then here’s your chance. Simply, follow these 2 steps…

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